HR Manager; Recruiting, Learning & Development, Culture & Social Compliance, HR Analytics

Title: HR Manager (Recruiting, Learning & Development, Culture & Social Compliance, HR Analytics)

Reports to: Director of HR & GA

Department: Human Resources

The HR Manager will lead people-focused HR functions including Recruiting, Learning & Development (L&D), Organizational Culture & Engagement, Social Audit readiness, and HR Analytics. This role is responsible for driving efficient, compliant, and audit-ready HR operations while actively leading employee‑facing programs, campaigns, and training initiatives. The HR Manager reports directly to the HR Director and works in close collaboration with Payroll and HR Operations team members.

This is a hands‑on leadership role requiring strong interpersonal skills, visibility across the organization, and the ability to execute practical HR programs aligned with HR KPIs.

• Recruiting (Low-volume, High-impact)
  • Lead full‑cycle recruiting for critical roles.
  • Partner with hiring managers to define role requirements and hiring timelines.
  • Ensure compliant, consistent, and well‑documented hiring processes.
  • Maintain accurate recruiting records for audit and reporting purposes.
  • Improve recruiting efficiency, templates, and candidate experience.
• Learning & Development (L&D)
  • Design and lead internal learning programs, including:
  • AI Representative Program (4–6 weeks online learning + application project).
  • Required trainings (Safety, Quality, Compliance, Digital Literacy).
  • Actively promote participation and engagement in training initiatives.
  • Track training attendance, completion, and documentation.
  • Ensure training records meet internal and external audit expectations.
• Organizational Culture & Engagement
  • Lead employee engagement initiatives and internal campaigns.
  • Plan and execute company events, recognition programs, and culture activities.
  • Strengthen internal communication and collaboration across departments.
  • Serve as a visible, approachable HR presence within the organization.
• Social Audit Readiness & Compliance (Critical Responsibility)
  • Ensure HR operations are audit‑ready at all times.
  • Support and coordinate social audits (e.g., SMETA, QIMA, customer audits).
  • Prepare and maintain HR‑related audit documentation:
    Employee records, training logs, working hours, policies.
  • Partner with the HR Director on audit responses and corrective action plans (CAPA).
  • Drive sustainable corrective actions and ongoing compliance.
• HR Process Collaboration & KPI Contribution
  • Work closely with the HR Director on HR efficiency and improvement initiatives.
  • Collaborate with Payroll and HR Operations team members.
  • Review and approve payroll as the first‑level approver (Manager), prior to final approval by the Director.
  • Identify opportunities to simplify HR workflows while maintaining compliance.
  • Support HR digital utilization using ADP, SharePoint, and Groupware.
  • Contribute to HR KPI achievement related to engagement, training, compliance, and efficiency.

• Bachelor’s degree in Human Resources, Business, or related field.
• 6+ years of progressive HR experience.
• Hands‑on experience in Recruiting, L&D, Culture, or Employee Engagement.
• Experience supporting social audits or labor/compliance reviews (e.g., SMETA, QIMA, customer audits).
• Strong interpersonal and communication skills.
• Ability to lead campaigns, training programs, and cross‑functional initiatives.
• Execution‑focused, detail‑oriented mindset.
• Proficient in English, Korean, and (preferably Spanish).

• HR Manager or Senior HR Generalist experience.
• Manufacturing, cosmetics, or quality‑driven industry experience.
• Familiarity with HR systems such as ADP or similar HRIS.
• Experience managing audit documentation and corrective action plans.
• Outgoing, people‑oriented personality well‑suited for culture and engagement leadership.

(Certifications are not required but strongly preferred)

• HR & People Management.
• HR Certificates (e.g. SHRM-CP, SHRM-SCP, PHR or SPHR (HRCI)).
• CIPD Level 5 or above.
• Social Compliance & Audit.
• SMETA / Sedex Auditor Training or equivalent experience.
• SA8000 Internal Auditor.
• APSCA‑related training or social compliance audit exposure.
• ISO…